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CLIENTS page
CLIENTS page
INTRODUCTION
This page gives a snapshot of various matters that an employer has to consider when employing someone, together with the ongoing obligations associated with it. Failure to adhere to employment regulations can lead to legal action against the company and its officers and financial penalties. More detail provides further information, but this is no substitute for obtaining proper and expert advice externally.
This page gives a snapshot of various matters that an employer has to consider when employing someone, together with the ongoing obligations associated with it. Failure to adhere to employment regulations can lead to legal action against the company and its officers and financial penalties. More detail provides further information, but this is no substitute for obtaining proper and expert advice externally.
EMPLOYMENT CONTRACTS
An employee is entitled to a written statement of the main employment terms within 2 months of starting work. Otherwise, an employment is verbal or is automatically created when an employee starts work.
NATIONAL MINIMUM WAGE
With a few exceptions, all workers are entitled to a minimum wage that is set on 1 April each year. more
WORKING TIME REGULATIONS
This regulates the number of hours an employee should work. more
HOLIDAY ENTITLEMENT
All employed workers are entitled to at least 5.6 weeks paid annual leave. For a 5 day week, this works out at 28 days per annum. If an employee works less than a 5 day week, the holiday entitlement is pro- rata. An employer can control when an employee may take a holiday and bank or public holidays can count towards the minimum entitlement.
An employee is entitled to a written statement of the main employment terms within 2 months of starting work. Otherwise, an employment is verbal or is automatically created when an employee starts work.NATIONAL MINIMUM WAGE
With a few exceptions, all workers are entitled to a minimum wage that is set on 1 April each year. more
WORKING TIME REGULATIONS
This regulates the number of hours an employee should work. more
HOLIDAY ENTITLEMENT
All employed workers are entitled to at least 5.6 weeks paid annual leave. For a 5 day week, this works out at 28 days per annum. If an employee works less than a 5 day week, the holiday entitlement is pro- rata. An employer can control when an employee may take a holiday and bank or public holidays can count towards the minimum entitlement.
DISCRIMINATION (EQUALITY ACT)
Discrimination means treating someone worse or differently than other people because of who they are. The Equality Act 2010 covers people who belong to groups of people that have protected characteristics such as age, disability, gender identity, race, religion or belief, sexual orientation, pregnancy, etc.
It is also against the law to treat someone with protected characteristics the same as everyone else if this treatment would put them at a disadvantage. Equality Act
Discrimination means treating someone worse or differently than other people because of who they are. The Equality Act 2010 covers people who belong to groups of people that have protected characteristics such as age, disability, gender identity, race, religion or belief, sexual orientation, pregnancy, etc.
It is also against the law to treat someone with protected characteristics the same as everyone else if this treatment would put them at a disadvantage. Equality Act
STATUTORY SICK PAY
SSP is paid by an employer for a maximum of 28 weeks to an employee who is unable to work because of sickness. To qualify, an employee must be sick for at least 4 or more days in a row, earn over the NI lower-earnings limit of £123 per week (2024/25 tax year) and provide medical evidence such as a fit note from a doctor. The standard weekly rate is £116.75. daily rates
SSP is paid by an employer for a maximum of 28 weeks to an employee who is unable to work because of sickness. To qualify, an employee must be sick for at least 4 or more days in a row, earn over the NI lower-earnings limit of £123 per week (2024/25 tax year) and provide medical evidence such as a fit note from a doctor. The standard weekly rate is £116.75. daily rates
STATUTORY MATERNITY PAY
To qualify an employee must have been employed by the same employer continuously for at least 26 weeks up to and including the 15th week before the expected birth of the child. They must also have average weekly earnings of at least equal to the lower earnings limit for national insurance which is £123 per week for 2024/25 tax year. smp rates
To qualify an employee must have been employed by the same employer continuously for at least 26 weeks up to and including the 15th week before the expected birth of the child. They must also have average weekly earnings of at least equal to the lower earnings limit for national insurance which is £123 per week for 2024/25 tax year. smp rates
STATUTORY PATERNITY PAY
To qualify for ordinary paternity leave, an employee must have worked for an employer continuously for at least 26 weeks up to and including the 15th week before the date the baby is due and continues to work for the employer until the birth of the baby. The employee is entitled to take 1 or 2 weeks leave within 56 days of the date of the baby’s birth. Entitlement to SPP is based on similar earnings conditions as for SMP. spp rates
To qualify for ordinary paternity leave, an employee must have worked for an employer continuously for at least 26 weeks up to and including the 15th week before the date the baby is due and continues to work for the employer until the birth of the baby. The employee is entitled to take 1 or 2 weeks leave within 56 days of the date of the baby’s birth. Entitlement to SPP is based on similar earnings conditions as for SMP. spp rates
DISMISSAL PROCEDURES
Generally, a dismissal occurs when an employer brings the contract with an employee to an end. An employer must follow a fair process if they dismiss an employee. An employer may follow the ACAS code in addition to their own dismissal procedures.
Employee rights on dismissal is also set out on .gov website -
Dismissal and your rights
Generally, a dismissal occurs when an employer brings the contract with an employee to an end. An employer must follow a fair process if they dismiss an employee. An employer may follow the ACAS code in addition to their own dismissal procedures.
Employee rights on dismissal is also set out on .gov website -
Dismissal and your rights
REDUNDANCY
A redundancy arises where an employee is dismissed as a result of an employer’s need to reduce the work-force. In the current economic climate redundancies are becoming a fact of life. For the employer, they can be complex and full of pitfalls. Employers have to follow certain ‘fair’ procedures, otherwise an employee could claim that he or she was unfairly dismissed and claim compensation. redundancy calculator
A redundancy arises where an employee is dismissed as a result of an employer’s need to reduce the work-force. In the current economic climate redundancies are becoming a fact of life. For the employer, they can be complex and full of pitfalls. Employers have to follow certain ‘fair’ procedures, otherwise an employee could claim that he or she was unfairly dismissed and claim compensation. redundancy calculator
PART-TIME WORKERS (AGENCY)
From 1.10.2011, the new Agency Workers Regulations (AWR) came into force. The legislation is intended to protect vulnerable workers from exploitation by giving agency workers the same basic employment and working conditions as if they had been recruited directly (permanently), if and when they complete a qualifying period of 12 weeks in the same job. acas guide
From 1.10.2011, the new Agency Workers Regulations (AWR) came into force. The legislation is intended to protect vulnerable workers from exploitation by giving agency workers the same basic employment and working conditions as if they had been recruited directly (permanently), if and when they complete a qualifying period of 12 weeks in the same job. acas guide
FOREIGN WORKERS
Employers have to be careful to ensure that they have the correct procedures in place for recruiting foreign nationals or ensure that an employee is entitled to work in the UK. A new points-based immigration system has been introduced for people who subsequently move to the UK to live, work or study. Detailed rules: home office link
Employers have to be careful to ensure that they have the correct procedures in place for recruiting foreign nationals or ensure that an employee is entitled to work in the UK. A new points-based immigration system has been introduced for people who subsequently move to the UK to live, work or study. Detailed rules: home office link
Employment matters
HEALTH & SAFETY
Health and safety law places duties on employers to ensure they have procedures in place to ensure the health and safety of their employees and members of the public who may be affected by their activities.
A business must have a written H & S policy if it employs 5 or more people, assess risks to affected persons, plan preventative and protective measures, consult employees and access competent H & S advice. H&S website
Health and safety law places duties on employers to ensure they have procedures in place to ensure the health and safety of their employees and members of the public who may be affected by their activities.
A business must have a written H & S policy if it employs 5 or more people, assess risks to affected persons, plan preventative and protective measures, consult employees and access competent H & S advice. H&S website
